Today's enterprise stakeholder briefing on Budget 2016, the Action Plan for Jobs and enterprise policy priorities took place in the Hotel Keadeen in Newbridge, Co Kildare. As the Irish Government prepare the 2016 Action Plan for Jobs, which is to be considered by Government by year-end, the event was an opportunity to hear the views of the enterprise sector on 'What more can the Government do?'.

As part of the briefing, the Government;

Outlined what the long term budgetary and taxation plans look like;

The enterprise and jobs ambitions and strategy at a national and regional level; and,

HR directors in the Public Sector have come to realise that In order to drive change and efficiency in these challenging times, they need to be involved in Workforce Management Projects. It is the workforce who will be instrumental in the successful implementation of an organisation’s objectives. The recognition of the importance of achieving this buy-in from the entire organisation has prompted active involvement by HR leaders. This involvement proves to other executives and employees, their commitment and their understanding of these projects and the benefits they can bring to the organisation. They are demonstrating that they want to be consistently used as strategic partner in the organisation and that their knowledge and expertise should be exploited.

Over the last few years, the Public Sector has undoubtedly experienced some of the most radical changes in history. The drive for change and efficiency has never been so important, and this has prompted many HR directors to find new solutions and channels to meet these challenges.

Why are HR directors fundamental to the successful implementation of a WFM strategy in the Public Sector?

(1) Strategic Partner Within today's Public Sector, the HR Director is viewed as a strategic partner. In this role, you contribute to the growth and the success of the organisation’s plans and objectives. You are responsible for creating the vision and implementing your Human Resources plans that will assist your organisation to achieve their overall mission and objectives.

(2) Employee advocate As an employee advocate; you play a vital role in the success of your organisation via your expertise and knowledge about employees. Your skills include, knowing how to create a work environment that encourages employee motivation, participation, achievement and job satisfaction.

(3) Employee EmpowermentYour goal is to create a work environment in which employees are empowered, productive, contributing, and happy. From here you can attract, recruit and retain the best employees.

(4) Change champion More and more you are been called on to champion change. Your knowledge and ability to implement successful change strategies mean that you are extremely valued by the other senior executives. Your knowledge of how to link change to the strategic requirements of the organisation, minimises employee dissatisfaction and opposition to change.

Leading organisations today realise the importance of aligning all labour costs, with associated revenue and business profitability. The who, when, where and doing what, needs to be measured effectively and this is where a comprehensive WFM platform plays its part. Employees get the tools and operating parameters they need, at every level to deploy resource plans and schedules effectively, while delivering top down management controls over payroll overhead, overtime, contract staff, absence management and other major cost drivers in the business. Easilyaccessible knowledge of employee timeresults infaster decision-making, improvedscheduling and better labour costmanagement, which makes organisations more productive and competitive.

Labour is the biggest single overhead inall organisations; yet, it is often overlooked.

As you are well aware, employeetime is one of your organisation’s mostvaluable yet costly resources.

Modern WFM Solutions go beyond simple time and attendance functionality. World class companies today are using Softworks WFM solutions to automate flexible working options, optimise labour planning, scheduling & modelling, respond to union and legislation requirements, track and cost projects and manage planned and unplanned absences. Today’s integrated WFM solutions build a bridge between the operational and the strategic elements of the organisation and therefore require that you are actively involved in these projects.

To discuss how Softworks can assist you implement the perfect workforce management strategy, arrange a free, no obligations demo with our team of industry experts today.